Authors
Alaverdov A.
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Degree
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Dr. Sci. (Econ.), Professor, Human Resource Management Department, Synergy University |
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E-mail
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Alaverdov@synergy.ru |
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Location
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Moscow, Russia |
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Articles
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"Insiders'" labor market competition: opportunities and concerns of the employerThe Russian employers now have a difficult choice to make. On the one hand, fierce competition within the company labor market creates additional strategic HR opportunities for them to take advantage of; on the other hand, using impetuses deliberately to pedal the competition creates stra¬tegic concerns. One of the major concerns is the possible degrading of the psychological climate in the company and local manifestations of disloyalty to the employer at the personnel level.
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The labor market that serves small businesses: specifics and development challengesThe article is focused on the labor market segment that meets the small businesses’ needs. The
author examines the following: the small businesses’ macroeconomic functions; the market segment
operation specifics, including the mechanisms used by the central and regional regulatory
bodies and the modern Russian labor market segment development story.
The article will be of interest to the scholars, transitional period economy HR experts, and the businessmen
who would like to get professional advice on the HR work efficiency increase.
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Consulting support as a factor of competitiveness of small businesses in the labour marketPaper is devoted to providing consulting support in the area of HR-management to small busi¬nesses and its impact on their competitiveness as employers in the labor market. Author formulates competitive advantages, which provides small business an attractive image in the labor market and identifies the necessary reputation characteristics. Author substantiated the relevance of consult¬ing services in the field of HR-management for this category of employers. Article examines two strategic approaches to the organization of interaction between small businesses and consulting centers. Author proposed Criteria for selecting a small business strategic approach in the market for consulting services. Read more...Consulting activities in the system of competitive advantages of private universitiesThe article discusses the necessity for the development of consulting activities of private universities as one of their areas to improve their competitiveness. The paper formulates general requirements for the organization of this activity of the university, including the financial aspect of it. Read more...Competence approach to organizing the educational process as an important competitive advantage modern universityThis article discusses the practical implementation of the requirements of the competency approach in organizing the basic elements of the educational process of the university. Argued the scientific position, according to which the real orientation of the university on this approach ensures a significant competitive advantage by improving the image in the eyes of both the students and their future employers.
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Personnel security as a factor in the competitiveness of the modern organizationThe article analyzes the impact on the personnel security market positions of the organization
that operates in a highly competitive environment. This environment requires extensive use of
the market against rivals of methods, including, and unfair competition. Some of them are aimed
directly at competing organization staff and implemented in the form of either direct solicitation of
employees in key positions or to induce them to cheat the trust of the employer. Another group of
personnel security threats linked to the initiative (not a result of the impact of competitors) manifestations
of disloyal attitude of employees to their employer. It is considered the most likely threats
to information and property safety of the modern organization by disloyal employees. The main
threat to its long-term competitive position determined by the threat of loss of business reputation
in the eyes of customers and business partners — due to willful disclosure of confidential information,
the mystery client component. No less dangerous from the standpoint of the existing realities
of the domestic market, the threat of a compromise of a particular organization as a law-abiding
business entity in the eyes of the fiscal, law enforcement and supervisory bodies of the state
have received relevant information from employees seeking revenge on his employer for the real
and imaginary wrongs. For business entities, occupying leading positions in the markets served,
particularly those working in innovation-driven industries represent a very serious threat to the disclosure
of information by employees that constitutes a trade secret. Threats property safety in the
article attributed the theft of money and material assets of the organization carried out in person or
with the direct participation of its employees, intentional damage to property, as well as corruption
of officials and their complicity in the raider seizure of property or business in general. Based on
the results of the review, formulated and argued for the competitive advantages that get business
entities to pay due attention to the prevention and prompt suppression of threats on staffing direction of the authorized activities. The first of these advantages is the acquisition of a high business
reputation in the markets served by the guaranteed customers, and the parterre storing information
constituting client confidentiality. The second advantage of the absence of conflict acts with fiscal,
law enforcement and supervisory authorities of the State and to prevent the conflicts arising from
the administrative, economic and other sanctions (up to the revocation of the license to carry out
the relevant business activities). A third advantage is determined by the improvement of existing
or maintain a leading position in the markets served, provides effective prevention of leakage of
confidential information constitutes a trade secret. A fourth advantage is to minimize the market
and direct financial losses in the process of production and financial activities of the organization,
which was caused by the direct theft of cash and highly liquid tangible assets own employees,
destruction or damage of various property complexes, corruption of officials in the form of transactions,
obviously unfavorable for employer. Finally, another important competitive advantage,
discussed in the article serves the preservation of high quality, hence the high competitiveness of
the human capital of your organization employer. It ensures effective prevention of this prevalent
in today’s labor market as the threat of poaching competitors or professional hedhanterami most
valuable employees — the representatives of the personnel of the elite organization. In the final
part of the article identifies the major methodological requirements for corporate management of
human security. These requirements are addressed to the owners and top management of the organization,
its staff work, managers of linear divisions. In particular, the necessity to ensure the two
main prerequisites for a high loyalty staff — namely, the creation of the subjects of the domestic
professional enterprise organizational, economic, social and psychological conditions that ensure
the loyalty of the staff, and they use a variety of application HR-technologies aimed at maintaining
the labor Corporate Relations team spirit.
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The loyalty of the teachers in the system of competitive advantages and disadvantages of the modern universityThis article examines the influence of loyalty scientific and pedagogical workers (further — NDP)
market position of practice-based University functioning in the conditions of rigid competitive environment.
Formulated the concept of employee loyalty to the employer, adapted to the conditions
of functioning of higher education. A review of recent approaches to the classification of types and
levels of loyalty, existing in domestic and foreign scientific literature. Formulated the standard list of
attributes of loyalty, characteristic of the activities of higher school teachers, differentiated them into
two groups — essential and desirable from the perspective of the employer. The mechanism of the
influence of the loyalty of the NDP on the market position of the University. Defined and reasonably
competitive advantages afforded him due to the dominance in the state loyal teachers. Formulated
the concept of disloyal teachers, identified five types of disloyal employees («pragmatists» simulators
», «fighters for justice», «saboteurs — the Avengers» and «the conspirators»), identified the
characteristics of their work behavior in higher education. Analyzed industry specific threats to the
competitive position of the University coming from disloyal teachers and define their competitive
disadvantages.
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Efficient security service as one of the competitive advantages of the modern universityThe article argues for the need for an effective security service as one of the full-fledged headquarters
units of the modern practice-oriented University operating in a competitive environment.
The branch specificity of security in the sphere of higher professional education is analyzed, in particular,
the existing advantages and additional «pain points» are revealed. It defines and explains the
threat of reputational, information and property safety of the subjects of the higher school from competitors,
its own employees and students. The possible negative impact of the implemented threats
on the market position of the University is analyzed. It is proved that the main of them is the disloyal
and irresponsible behavior of teachers, contributing to the deterioration of the business reputation
of their employer in the eyes of the main consumers of its services, the Supervisory authorities
of the state, other members of the national educational community. The main functional tasks of the
security service and the powers necessary for their successful implementation are formulated and
disclosed. The administrative, human, logistical and financial resources to be made available to it
have been identified. The standard organizational structure of this division, the list of corporate local
acts regulating its activity, and also system of external and internal administrative communications
of security service are developed. A set of organizational, economic, psychological and other measures
that can really motivate other departments, departments and departments of the University to
actively interact with its security service is proposed. Methodical requirements to the organization
of its practical activity are defined and proved, criteria for an assessment of efficiency of functioning
are formulated.
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Industry peculiarities of manifestations of disloyalty of teachers and its impact on the competitive position of the modern universitySubject area of article supports sector-specific manifestations of disloyalty to the employer on the part
of the high school teachers. Briefly described the motives and attributes disloyal labor behavior of different
types of employees: «pragmatists», «simulators», «fighters for justice», «saboteurs — the Avengers»
and «conspirators». Analyzes the characteristics of their work behavior in high school and the associated
threats to its reputational security as the main factor determining the competitiveness of the subjects
of the higher school. HR is determined by the technology used to identify such teachers, prevention
and suppression of their disloyal behavior. Proposals for the organization of interaction of departments
heads, deans and the security service of the University in order to successfully address the problem.
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Industry criteria of competitiveness of the teacher of high schoolThe subject area of the article is the competitiveness of teachers in the relevant industry segment
of the domestic labor market. It clarifies the notion of competitiveness of the worker at higher school,
argued the need for its continuous monitoring to improve management efficiency quality of human
capital of the modern University. The criteria allowing to estimate objectively degree of competitiveness
of scientific and pedagogical workers, therefore-their value for the employer are defined. Short
recommendations are formulated to the management of Russian universities to ensure the compliance
of their own teachers with the criteria under consideration.
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Introduction of innovative technologies for the protection of the organization‘s human resources elite for the purpose of acquiring additional competitive advantagesThe subject area of the article is the work of a modern organization to counter the threat of competitors
luring key employees who are part of its personnel elite. The very concept of the personnel
elite is specified and criteria for the inclusion of certain employees in its composition are defined. It
is argued that the degree of protection of the personnel elite from the threat of luring its representatives
by competitors is legitimate to consider as an additional competitive advantage of a particular
organization or, accordingly, its competitive disadvantage. Recommendations on the introduction
of innovative technologies to counter the threat discussed in the article are formulated and justified.
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Socially-oriented human resources strategy as an additional competitive advantage of the modern organizationThe subject area of the article is the personnel strategy of a modern organization as one of the factors directly affecting its market position. The concept of a socially - oriented personnel strategy is clarified and the thesis that it is legitimate to consider it as an additional competitive advantage of a particular business entity - the employer is argued. Criteria are formulated and justified with the help of which it is possible to objectively assess the degree of social orientation of the personnel strategy. Threats are revealed to the market positions of an organization that implements an asocial personnel strategy. Read more...
Effective anti-corruption as a competitive advantage of a professional enterpriseThe subject area of the article is the work of a modern organization to counter the threat of corruption from its officials. Persons Specific forms of implementing corruption threats in the commercial, financial, production, technological and personnel areas of the business entity are specified, their negative impact on market positions is determined. The thesis is argued that the degree of protection from the threat of corruption by its own persons is rightfully considered as an additional competitive advantage of any subject of professional entrepreneurship or, accordingly, its competitive disadvantage. The concept of a “workplace with a corruption component” is disclosed and their list in a modern commercial organization is specified. Personal qualities and other characteristics of a candidate for employment or an employee already in the staff are determined, which exclude the possibility of replacing such workplaces. Recommendations are formulated and argued for the introduction of four groups of HR technologies implemented within various areas of the corporate personnel management system and ensuring effective prevention or prompt identification of relevant threats in order to acquire additional competitive advantages for the subject of professional entrepreneurship. The first group of technologies is used in the process of selecting candidates for replacement of jobs with a corruption component. The purpose of their implementation is to identify individual characteristics, the presence of which calls into question both the overall loyalty of the applicant and its “anti-corruption stability.” The second group of technologies involves the prevention of corruption through the use of special tools for the economic motivation of personnel. The third group of technologies provides the possibility of both prevention and detection of the threats under consideration and involves the use of special control procedures when concluding business contracts and contracts for a large business size of a particular organization. Finally, the fourth group of technologies is used to monitor the activities of employees replacing jobs with a corruption component. Read more... Effective Anti-corruption as a Competitive Advantage of a Modern UniversityThe subject area of the article is the improvement of the competitive position of a modern Russian university due to such an important component of its image in the educational services market as an organization that effectively counteracts corruption by its own staff. The solution of this problem is provided by the introduction of new technologies implemented by the joint forces of the two headquarters instances represented by the personnel service and the security service. The thesis is argued that the degree of protection from the threat of corruption on the part of both the teaching staff and other officials can be legitimately considered as an additional competitive advantage of any subject of the national higher education or, accordingly, its competitive disadvantage. Possible forms of corruption actions by various categories of employees of an educational institution are specified. Threats to its reputational and property security are determined in case of insufficiently effective counteraction to corruption. The dangers and opportunities associated with the use of various anti-corruption measures already proposed by specialists in the researched field of ensuring personnel security in the field of higher professional education are analyzed. Innovations in personnel work are proposed and argued, which can significantly reduce the likelihood of corrupt actions on the part of teachers and managers of the university. The first of them involves the use of technology based on a collegial approach to assessing the knowledge of the student being examined. The second innovation is aimed at a sharp tightening of control over the “anti-corruption stability” of teachers by the security service of the university. The third innovation applies only to the activities of top managers of the university and their direct subordinates, who are authorized to prepare for the conclusion of any transactions that potentially have a corruption component, and is based on the mechanism of individual bonuses. Finally, the introduction of the fourth innovation should ensure that the faculty members and other university staff are fully aware of the composition of corrupt practices and possible sanctions if they are detected. Read more... Student Campus as a Competitive Advantage of a Private Practice-oriented UniversityThe subject area of the article is the improvement of the competitive position of a private Russian university focused on training, including professional entrepreneurs, due to the presence of its own suburban campus. The article suggests a variant of its creation that is accessible to any large and market-successful non-state university. Unlike the most famous foreign universities that are in the top 100 [1] and have built their campuses at the expense of their own high incomes, or from Russian federal universities funded from the budget, even the largest domestic private universities do not have the resources to build full-fledged campuses according to existing standards. Therefore, at the first stage, it is advisable for them to focus on the purchase of small country boarding houses from among the departmental rest houses built in Soviet times. The requirements for the organization of the work of such a campus are formulated, including work and rest modes for both students and university teachers. The final part of the article clarifies the educational technologies that are most adapted for the considered variant of the organization of training. The purpose of the article is to argue the expediency of creating suburban campuses as a necessary element of the infrastructure of a large private university practicing entrepreneurship training. To achieve this goal, the following tasks are solved in the study: to formulate and briefly argue the main competitive advantages that the presence of a suburban student campus provides to a modern university, regardless of its organizational and legal status; to propose and justify a low-budget option for creating a suburban campus, available not only to state federal universities using budget allocations for this, but also to private institutions of higher professional education; to formulate the basic requirements for the organization of the campus, as well as for the work and rest regimes of direct participants in the educational process. Read more... Strategy and Tactics of Anti-crisis Management of Labor Organization of Production PersonnelThe subject area of the article is the personnel direction of the activity of small businesses and the peculiarities of their management in modern domestic conditions. The scientific position is argued, according to which the above-mentioned direction has a pronounced specificity that excludes the possibility of using a significant part of both strategic approaches and applied HR technologies that are successfully used in the organization of personnel work at large and even medium-sized businesses. Ignoring this specificity is fraught with both market and purely financial losses for the category of economic entities under consideration due to a fundamental decrease in the effectiveness of the internal HR management system, therefore, an increase in the likelihood of negative realization of various personnel risks of a quantitative and qualitative nature. The purpose of the study is to develop proposals for the choice of strategy and tactics of personnel management of small businesses, fully taking into account the specifics of the personnel direction of their activities. The objectives of the study are to determine the specifics of the functioning of small businesses in the external and internal labor markets, the resulting additional requirements for the organization of personnel work, as well as the development of practice-oriented recommendations for the introduction of applied HR technologies that provide a high degree of social orientation of the personnel management strategy. Research results: the features of the organization of personnel work of small business entities that distinguish them from representatives of other business entities on the scale of business are revealed. Taking into account these features, recommendations on: the choice of strategic approaches to solving the main tasks in the personnel direction of the small business; distribution of powers in the field of personnel management between the director (owner) of a small enterprise, its personnel department and heads of structural divisions; introduction of innovative HR technologies that improve the quality of the human capital of a small business as one of the important factors that ensure its competitive position in the serviced market. Read more... Poaching Personnel in the System of Competitive Relations of Small BusinessesThe subject area of the article is one of the areas of market rivalry of small businesses (hereinafter referred to as SMEs), namely, the poaching of leading specialists from competitors. The scientific position is argued, according to which, in the field of small business, the practical implementation of the above method of unfair competition has certain specifics, in particular, the active role of owners who personally act as a «bounty hunter», as well as their use of uncharacteristic for medium and large entities business motivational tools. In addition, only in the studied area of entrepreneurship is a situation possible in which the transfer of only one specialist to a competing firm can not only worsen, but completely and immediately undermine the market position of the victim of aggression. This should be taken into account by the management of any SME focused on the use of high-quality human capital. The purpose of the study is to develop proposals for choosing a strategy and tactics for managing the personnel of a small enterprise, ensuring a high degree of protection of its personnel elite from the threat under consideration. The objectives of the study are, firstly, to identify the specifics of its implementation in the area of entrepreneurship under study and, secondly, to determine the most effective methods to counteract it. Results of the study: the features of the organization of the process of poaching the best specialists from competing SMEs, as well as additional threats to their competitive positions in case of their implementation, were revealed. Taking into account these features, recommendations are formulated and argued for choosing the subsequent implementation of HR technologies that allow maintaining the quality of the human capital of a small enterprise as one of the important factors that ensure its competitive position in the serviced market. Read more... |
